Who’s guilty of premeditated resentment?
Let’s talk about hiring practices. Sounds fun, right? I was with a client yesterday who’s facing his first bad hire experience. His business had expanded to the point where he finally felt the urgent need to hire someone. As he put it “I just needed someone to help.” So, what does this have to do with premeditated resentment? Quite a bit, actually.
You can be guilty of premeditated resentment and not even know it.
Before working with me, my client hired someone based on a set of resumé skills he thought he needed. He hadn’t determined, ahead of time, the actual positions needed for his business. If he had, he would have known this particular person’s skill set didn’t fill his needs. And he could have avoided what happened next.
Like most business owners do…instead of cutting his losses early and hiring someone else…he tried to shape the position around the person. But, like Cinderella’s step-sisters, who tried to stuff their feet in the glass slipper, there was no fit.
It’s so painful to watch and it’s just so unnecessary.
When you know what you need, but then you compromise from the start, it’s a recipe for resentment ahead of time. It’s not good for you OR the person you hired who wasn’t right for the job.
Here’s a snippet of one of my training videos on hiring. You’ll see how setting things up ahead of time can save a lot of headaches.
See how that works?
Your best hiring practice is to determine what positions are needed first. Make an outline of tasks and responsibilities for your different jobs. And really think about what you’d like to see in people applying for those jobs. Skills, personality, availability, etc. Don’t do it backwards and try to make your positions fit your personnel.
Like I said, that’s a recipe for resentment.
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